Term
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Definition
| Tasks, duties, responsibilities |
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Term
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Definition
| group of positions that are identical as to their major TDRs |
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Term
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Definition
| collections of TDRs that compromise a single employee's work assignment |
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Term
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Definition
| body of information required to perform the job |
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Term
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Definition
level of proficiency (application) required in performing a specific task
application of knowledge |
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Term
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Definition
trait or capability an individual possesses at the time they begin to perform a task
innate capability |
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Term
| JA types and methods: Task inventories |
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Definition
CODAP
FJA (funcitonal job analysis - led to development of JAS (job analysis schedule)
FLEISHMAN
best for physical analysis |
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Term
| JA types and methods: Questionnaires |
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Definition
Position Analysis Questionnaire (PAQ)
Behaviorally oriented or other 'canned' "off-the-self" system |
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Term
| Methods of data collection |
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Definition
Observation
Work Samples
(most valuable type)
Interview
Questionnaire |
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Term
| Keys to successful Implementation of JA |
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Definition
state the purpose and objective
communicate to managers and employees
train analyst
train and use Subject Matter Experts (SME) |
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Term
| When should JA and Job Descriptions be updated? |
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Definition
assigning a new incumbent to a job
When major changes are made in product or outputs provided by work unit or individual
introduction of new equipment, meothds, or procedures to workplace
reorganization of work unit
Implementation of new pay system
When a new responsibility (a major work activity area) is added to job |
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Term
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Definition
Total cost
-Direct cost (copying, computer) and indirect cost (time spent by HR dept, supervisors and job incumbents)
Perceived Benefits:
-Employment stability, job performance, good citizenship behaviors |
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Term
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Definition
preparing the organizations present state for the future goals
finding and recruiting the appropriate people at the right time |
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Term
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Definition
Organizational activities involving the (1) identifications of the 'type' and 'number' of critical knowledge/skills (jobs) needed during a defined time period and
(2) the 'timely' staffing of the necessary people to achieve the organization's objectives
Should provide the organization with a competitive advantage |
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Term
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Definition
Labor demand (expected staffing needs)
-Qualitative (Delphi, staffing tables)
-Quantitative (regression analysis, time series analysis)
Labor Supply (expected staffing availability)
-Quantitative (matrix and transitional models)
-Qualitative (flow models, skills/replacement charting) |
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Term
| HRP problems with forecasting |
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Definition
Subjective
Judgemental: even objective (quantitative) methods are to some degree subjective - they depend on human assessment
Complexity
*limited to how accurately the Past REFLECT the 'true future' |
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Term
| Labor surplus (reduction options) |
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Definition
Downsizing, Pay reduction
- Fast, high suffering
Work sharing/Reduced hours
- Fast, Moderate suffering
Hiring freeze, Early retirement
-slow, low suffering |
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Term
| Labor Shortages (avoiding options) |
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Definition
overtime, temps*, outsourcing
- Fast, easy to change
* easy to bring them on, but could be costly
Turnover reductions
-slow, moderate/minimal ability to change
Innovative recruitment, pay incentives, tech innov
- Slow, low ability to change |
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Term
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Definition
| Identifying and attracting the sufficient number of job candidates with the necessary KSAs to apply for job openings in a 'timely' manner |
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Term
| Knowledge/Skills and Traits Valued by employers |
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Definition
Marketing skills
Global business/cultural diversity skills
Strategic skills
Analytical (problem skills)
Financial skills
technology to manage info
entrepreneurship skills
interpersonal/comm skills
-kindheartedness, open-mind and spirit are innate- tech skills can be acquired)
cooperativeness (tolerance)
leadership skills
ethics/integrity |
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Term
| Factors that affect recruitment strat issues |
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Definition
Organization's business strat
General Economic Conditions
Relevant Labor Market (supply) conditions
Competition for (critical skills) labor (demand)
Gov't regulations- employment law
*Organizational culture*
Career & dev opportunity
Compensation (pay and benefits)
Job design ~ KSA req's
Time/cost constraints |
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Term
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Definition
Natural (direct) recruitment
-applicants initiating recruitment
Artificial recruitment
-Applicants responding to Company initiatives
**Realistic Job Preview** (RJP)
-Accurately describing (or showing) the job requirements and conditions to applicants
-Not omitting the less desirable aspects of a job
-Waynus created
--be realistic
---is it better to have someone work for 1-2 years or have nobody for months? |
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Term
| Internal recruitment Advantages |
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Definition
Motivational, morale, and performance enhancement
previous company training- less expensive recruiting costs
more info to make more accurate selection decisions
candidates know the organization's culture and policies |
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Term
| internal recruitment disadvantages |
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Definition
lack of qualified personnel
inbreeding
'crown prince'- the anointed one/political favors
Employees not selected may be resentful
time consuming
lack of acceptance by former peers and co-workers |
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Term
| E-recruiting: Valid applicant |
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Definition
company is actively attempting to fill a job opening
individual met the employer's application procedure
Individual has expressed an interest in that company's job opening |
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Term
| E-recruiting: invalid applicant |
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Definition
Posting on open website 'job boards'
Mass mailing w/o specific job interest
general sharing of resumes by applicants by companies
-individual did no express interest in other company |
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Term
| External Recruitment: Advantages |
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Definition
Acquire new skills
innovative ideas (new blood)
Less susceptible to politics (initially)
Less expensive than training your own (depends on time-frame and needs) |
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Term
| External recruitment: disadvantages |
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Definition
candidate may not be accepted by present employees
time required for socialization and orientation to the organization
generally more expensive recruiting process |
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Term
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Definition
temporary help agency or an on-call basis
As independent contractor (often earn more/no benefits) |
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Term
| Professional Employment Organizations |
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Definition
Lease employees to companies
PEO pays the employee and required taxes |
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Term
| Four stages of recruiting process |
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Definition
1. Results of HRP and recruiting needs analysis
2. Recruiting program development (plan)
3. Implementation of recruiting program (do it)
4. Recruiting program evaluation (audit)
-cost/benefit analysis |
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Term
Employee Selection Process
What is it really? |
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Definition
the process of determining the critical job req's (TDRs) and required job chars (KSAs) AND then collecting and evaluating information about an applicant in order to determine whether or not to extend and OFFER OF EMPLOYMENT
-collect information to then evaluate |
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Term
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Definition
Adverse Impact: selection criteria into promotional track jobs (white v. Black american males)
Court ruled- employer has the burden to prove employement req's are job related (job analysis) |
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Term
| Albermarle v. Moody paper company |
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Definition
reinforced Griggs decision
Any step in the selection process is considered a TEST and must be a valid predictor of performance |
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Term
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Definition
| Extent test or any measuring device provides consistent information across time and judges (an individual's score on the same or like test should not vary significantly) |
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Term
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Definition
Does it measure what it's suppose to measure?
-is it job related?
-Is the test a good proxy (predictor) of future performance? |
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Term
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Definition
Work Samples
Direct assessment of job tasks and behaviors
Content of measure reflects content of job (keyboard, soft-ware application, welding, etc.) |
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Term
| Criterion-related validity |
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Definition
Empirical
Indirect measures of future performance (the extent of correlation of scores on selection measures and job performance (GPA and sales volume) |
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Term
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Definition
| Consistency between test scores on a test and mastery of a construct (leadership ability, stress or emotional stability) |
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Term
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Definition
knowledge skills and abilities necessary for the applicant to know for the job
Mechanic, math teacher, etc
screening method |
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Term
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Definition
-Most common selection device
-criticized for poor reliability and validity
--interviewer is the measurement device
-too much time: too little information |
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Term
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Definition
Rapport (5-10%)
Information getting (40-45%)
- interviewer asking the questions
Information giving (internet had changed formats)
- talking about the company, giving info on job
Summary (5-10%) |
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Term
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Definition
Rapprt
-makes candidates comfortable
Task
- collect job related information from the company
Self-centered (AVOID)
- behaviors by the interviewer to make them feel good at the expense of the interviewee- power trip |
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Term
Types of selection interviews
Non-directed (unstrctured) |
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Definition
-Job related questions are asked based on candidate's background (education, experience, etc...)
-best used for advanced professional and managerial jobs |
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Term
Types of selection interviews
Structured |
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Definition
-questions and answers development and specified in advanced
-generally more valid BUT lack flexibility
-best used for highly structured jobs (entry level, operational, administrative) |
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Term
Types of selection interviews
semi-structured |
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Definition
| use of situational and behavioral description questions |
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Term
| Behavioral description questions |
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Definition
| open ended questions on real experiences you've had |
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Term
| Situational (hypothetical) behavior questions |
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Definition
| in a made up situation, explain how you would handle it |
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Term
| Inverted Funnel approach to Interviewing |
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Definition
[image]
ask broad questions that lead to more specific information |
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Term
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Definition
Not a test- a battery of many tests
expensive, valid, unbiased predictor |
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Term
|
Definition
Conducted by managers, supervisors or employees
-should be trained in their role in how to interview
Purpose: assess the candidates technical knowledge and skills
Problems:
-untrained departmental interviews
-assessment of non-job related criteria
-prejudice |
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Term
| Hawk's Criteria (yield ratio) |
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Definition
Cost benefit Framework
-cost per recruiting source, selection ratios (turnover, selection, acceptance, yield rates)
-cost per candidate
-cost per new employee acceptance |
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Term
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Definition
Qualitative
Evaluates the fit between selected recruits expectations (satisfaction) and organiational needs (retention assessment) |
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Term
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Definition
| pay (wages), salaries, incentives, bonuses, commisions related to performing the job |
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Term
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Definition
| BENEFITS, health insurance, vacation, retirement plans, etc. |
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Term
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Definition
| refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship |
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Term
| Fixed or Basy pay (direct) |
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Definition
Job or individual focus
-premium pay
-Hazard pay
-shift differential pay |
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Term
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Definition
incentives, bonus, merit pay*
*a joke, very difficult to describe |
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Term
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Definition
| health insurance, vacation, pension, etc... |
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Term
| Non-monetary and psychological rewards (indirect) |
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Definition
office location, job security, job design, NRBs*
*novel reward behaviors |
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Term
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Definition
Efficiency
Fairness
Compliance |
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Term
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Definition
Social comparison theory
interests, inputs <-> compared to <-> outputs
based on perceptions
relative phenom
underpaid or overpaid |
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Term
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Definition
| The actual determination of the outcome (amount of adjustment to be awarded) |
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Term
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Definition
process used to determine outcomes (the amount of the pay adjustment to be received by an employee)
we all get evaluated on the same procedures and compensated equally |
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Term
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Definition
interpersonal nature of how outcomes are implemented (should be explained well, respectfully and with consideration to the employee)
treating employees with respect and trust |
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Term
| Internal equity (job evaluation) |
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Definition
value of one job to the value of every other job in the company
A->B*->C->D
*employee
-i can see that i am more valuable that A but less valuable than C
Internal inequity
-I value my job as more valuable than D |
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Term
| employee equity (performance appraisal) |
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Definition
| when employees compare what they do in the same job and same company with other employees |
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Term
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Definition
| we compare what we make to what people in similar jobs we have make in other companies outside of ours |
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Term
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Definition
| establishes a minimum wage, governs overtime pay, protects employees from discrimination, regulates benefits, and determines how compensation is taxed |
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Term
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Definition
| 1st legislative act giving minimum wages for federal contractors |
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Term
| Fair labor standards act (1938) |
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Definition
-Minimum wage
-Hours of work
--overtime pay
--Employee status
---Exempt (executive, administrative*, professional)
----you can pay overtime but don't have to
---nonexempt
---commission (outside) sales
-what is an employee (v. independent contractor)**
-Child labor
-equal pay provision
-record keeping provision
*people who have access to valuable information
** independent contractors are people hired to come into the company and work but do not receive benefits from the company |
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Term
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Definition
Federal minimum $7.25
Florida minimum $7.31 as of june 1, 2011
Direct effect
-actual increase/cost to employer
indirect effect
-company could possibly fire part of work force |
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Term
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Definition
extension of the FLSA
Men and women who perform significantly euql work can be paid differently if the pay system is designed to differentially recognize
-performance
-seniority
-quality or quantity of resulsts produced
-factors other than sex |
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Term
| Lilly Ledbetter Fair Pat Restoration Act, 2009 |
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Definition
Amendment to Title VII, CRA of 1964
employee has 180 to file a pay complaint. now they have 180 to file complaint at every pay check |
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Term
| Key phases for implementing a pay plan |
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Definition
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Term
| Characteristics of Benchmark (key) job |
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Definition
Job contents are well-known and relatively stable over time
Job is common across several different employers
Sizable proportion of work force employed in job |
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Term
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Definition
includes employers who compete
-for same occupations or skills
-for employers in same RLM area for specific KSAs (jobs)
-With like sales, revenues, profits
-With same products or services |
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Term
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Definition
| anybody who is recruiting in the RLM that is employing labor I need for my company |
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Term
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Definition
| determining the worth or value of each job in your organization |
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Term
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Definition
[image]
RMR
-if i don't pay a certain rate, then i won't get the people i need
*red line is midpoint rate for each job grade |
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Term
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Definition
distance between minimum and maximum pay is 50%
No-one can be paid below minimum/above max in any pay range
the minimum is always 80% of the midpoint rate.
the maximum is always 120% of the midpoint rate
formula = take half the minimum and add it to get the maximum
therefor 80%/2= 40; 40 + 80 = 120
*a tight spread means that the minimum and maximum is not large |
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Term
| are companies paying for the person or the job? |
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Definition
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Term
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Definition
| when the EXTERNAL market rates INCREASE FASTER than the INTERNAL pay adjustments |
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Term
|
Definition
|
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Term
|
Definition
where a group of employees are being paid in the range
- employee salary/midpoint |
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Term
| Types of individual pay plans |
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Definition
Merit pay
- add % to pay which means every year the company has to pay more and more
Lump sum
- company gives employee a bonus where it doesn't raise their base pay |
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Term
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Definition
[image]
Max- employee is already near or at the maximum, therefor they can only be paid in little increments |
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Term
| Ms. Kimbob’s present job’s midpoint is $41,275, her compa-ratio is 114%, and she received a performance appraisal rating (PAR) of 3 (Superior), what actual annual dollar pay adjustment (increase) amount would she receive [round to the nearest 100th]? |
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Definition
49406.18*
41,275 * 1.14; rating of 3 means she gets 5% (pay adjustment matrix) raise. Take (41,275 x 1.14)5%
*to find the maximum pay take midpoint pay and multiply it by 120%
-49530
--her pay might be higher than the MAXIMUM rate, therefor she can't be paid that. |
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Term
| Other types of individual bonuses and awards |
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Definition
Significant rewards:
-Referral rewards
-Patent awards
-*Special achievement awards (professional dev or service or community service)* |
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Term
| Novel reward behaviors (NRB) |
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Definition
Highly-moderately effective
-spontaneous
-infrequently provided
-minimal in expense
-relate to a specific performance activity
-provided by the supervisor
-- comes out of his pocket
-usually not part of a traditional reward system
-generally individual based (buy may be team)
Typically awarded for exceptional performance
-special projects
-exceptional performance
examples:
- banana lapel pin
- $20 in their hard hat |
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Term
|
Definition
*Employees receive annual bonus or shares in company based upon COMPANY-WIDE PERFORMANCE
-paid in CASH or
--DEFERRED into retirement plans
*if employees fail to reach goal then 'bonus' is not given |
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Term
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Definition
Employee base pay is constant
employee never makes less than what is already made |
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Term
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Definition
company does well, employee gets big increase
company does poor, employee gets pay reduction |
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Term
|
Definition
Unit-oriented
-how a unit in a company performs and if the receive a bonus |
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Term
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Definition
-Jobs are not INTERDEPENDENT and individual measures exist
-individual performance measures are STABLE |
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Term
|
Definition
-output is COLLABORATIVE and individual contributions can be assessed
-performance standards CHANGE TO MEET ENVIRONMENTAL PRESSURES and organizational objectives |
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Term
|
Definition
5 components
-Base salary
-short-term (annual) incentives or bonuses
--12-18 months
-Long-term incentives and capital appreciation plans
-executive benefits
Executive prerequisites (perks)
Role of Boards of Directors
-have the ultimate responsibility for the success or failure of the firm!
-responsible for creating an ethical culture that provides leadership, value and compliance |
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Term
|
Definition
contract protecting executives (defined pay out) in case of loss of their job usually due to acquisition, merger or termination
scrutinized by society |
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Term
| What are employee benefits? |
|
Definition
The part of the total compensation package, other than pay for time worked, provided to employees in whole or in part by employer payments.
-life insurance
-pension
-worker's comp
-vacation
-holidays |
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Term
|
Definition
-Social security
-unemployment insurance
-worker's comp
-employee retirement income security act
--1973 ERISA
-Family medical leave act (FMLA) |
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Term
|
Definition
-Major medical
-supplemental insurance (long-term care)
-life insurance
-dental
-educational reimbursement
-retirement (deferred) income program (401k, esop)
-vacation
-holiday
-health/fitness club expense
-child care
-financial/legal services
-relocation expense |
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Term
| Unemployment Insurance (UI) |
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Definition
| benefitcs by federal and state taxes levied on employers under federal unemployment tax act (FUTA). Based on Employment Experience Rating (EER) |
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Term
| Unemployment compensation |
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Definition
| insures income to a subset of workers who are temporarily unemployed and searching for any suitable employment |
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Term
| Denial of unemployment benefits |
|
Definition
-Voluntarily quit without good cause
-Discharged for misconduct (just cause)
-Discharged for fraud
-failed to seek or accept suitable employment
-received certain other unemployment benefits
-unemployment was cause by labor disputes resulting in work stoppages |
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Term
| Worker's compensation laws |
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Definition
| state law intended to continue the flow of income, for a specified period for workers whose injuries are job-related. |
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Term
|
Definition
Eligibility:
-employees at least 21 and are in at least 6 months of service
Vesting:
-length of time (generally 5 years) employee must work for employer before entitled to employer payments plan
Pension Benefit Guarantee Corporation- (PBGC) |
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Term
| Work life balance programs |
|
Definition
telecommuting
-worker's comp
--people working at home, wheres the separation between work and home? |
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Term
| Benefit Plans: alternatives |
|
Definition
Non-contributory
-employer pays total costs
Contributory
-costs shared between employer and employee
Employee financed
-employee pays total costs for some benefits |
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Term
|
Definition
employer provides a specific pension level defined in terms of
-fixed dollar amount
OR
- percentage-of-earnings amount that may vary with years of seniority
difficult to finance due to retired employees remaining years
-how long do they have to pay until you pass |
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Term
| Traditional health care coverage |
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Definition
-Community-based system
-Commercial insurance plan
-self-insurance
--company is it's own insurance
---employee injury; company pays |
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Term
| Types of health care systems |
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Definition
-Health maintenance organization HMO
-Preferred provider organization PPO
-Point-of-service plan POS
-exclusive provider organization EOS
-flexible spending accounts
-- employee puts in $X and company slowly takes out small increments until it's gone
---if employee doesn't use it then it's gone
-Health savings accounts HSA
--combines health insurance with a tax-deductible savings account for paying health care cost. A viable employee health care option for small businesses that have a high deductible health plan |
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Term
| Health insurance protective legislation |
|
Definition
COBRA
-continues same insurance received from company after leaving said company.
--employee has to pay for insurance
HIPAA
-prohibits discrimination on the basis of health-related status |
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Term
| recruiting and selection process (exam) |
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Definition
| for exam focus on residential representatives |
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Term
|
Definition
situation issue involving residential reps and management engineers
-just deals with pay, not benefits
--sgp&a
bring a calculator |
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